This award will be made to an organisation from all sectors (including for profit and not for profit) which has excelled across a range of aspects of the function and achieved quantifiable results which have added value in an innovative way.

Should you need/wish to include any images to the submission please upload them below, and clearly mark them with a reference within the text area - i.e. Figure 1.

Introduction

Please introduce your organisation in no more than 150 words (There are no marks awarded for this section. For information purposes only)

Evidence that the learning function has an enterprise-wide role: involves executive teams, creating solutions to business issues, and setting organisational strategy (20 Marks)

Evidence that learning has value in the organisation's culture: learning opportunities, senior management support, learning for growth, and innovation. (40 Marks)

Evidence of enterprise-wide success of achievement as a result of employee learning (40 Marks)

This award will recognise an organisation which is aiming to create a coaching culture or mentoring initiative to improve leadership, performance, engagement or any other strategic or developmental objective.

Entries that are successful in this category will typically demonstrate:

• Initiatives which are adopted at each level in a division or organisation, is inclusive, and embraces diversity.
  
  
• Evidence of executive commitment to a coaching/mentoring culture throughout the organisation/division.
  
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• An ongoing, consistent experience and demonstrable benefits for all individuals. 

• Evidence of measurable impact on organisational outcomes as demonstrated by relevant and appropriate metrics, including ROI, enhanced stakeholder value, engagement etc.

This award will recognise an outstanding and innovative initiative which includes any type of learning intervention or L&D strategic impact that is facilitated by the effective use of technology.

Entries that are successful in this category will typically demonstrate:

• The impact of technological innovation to enable learning or learning transfer, and how this was measured.
  
  
• How the technological innovation affected the wider organisation, including impact measurement and the integration of technology into organisational development plans.
  
  
• How this technological initiative supports a diverse range of learners and how they involved learners to ensure the final product was fit for purpose.

Evidence of how you will ensure the innovation will remain sustainable.

This award will recognise an outstanding and innovative development initiative which is focused on developing a culture of inclusion and ensuring full access to and positive participation in the workplace for all.

Entries that are successful in this category will typically demonstrate:

• A structured and coherent approach to DE&I training which aims to provide concrete ways for employees to engage in respectful and positive interactions in the workplace while reducing discrimination, prejudice and bias.
  
  
• Clear and direct links to organisational strategy, ongoing and retention objectives, and contextual requirements.
  
  
• Evidence of qualitative, meaningful and sustainable employment or development opportunities for individuals who are at risk of exclusion from the workplace.
  
  
• Measurable impact on organisational outcomes as demonstrated by relevant and appropriate metrics, including ROI, enhanced stakeholder value, engagement, recruitment and retention, etc.
  
  
• Clear evidence of sustainability, with a detailed outline of steps to embed new practices as evidenced by behavioural, cultural and other relevant changes and accompanying longer-term objectives.

This award will recognise an outstanding and innovative Graduate Development Initiative designed to nurture talent in an innovative and effective way.

This may relate to a Graduate Development Initiative or Internship at any level within an organisation and at any career stage.

Entries that are successful in this category will typically demonstrate:

• Overall organisation buy-in from senior management and all departments, if appropriate.
  
  
• The programme is part of the company’s long-term talent management strategy.
  
  
• Evidence of a robust learning and development plan including challenging assignments, structured rotations providing exposure to different aspects of the business.
  
  
• Evidence of a dedicated coaching or mentoring intervention to support the graduate’s career journey and the development of a professional network within the business.
  
  
• Evidence of measurable impact on organisational outcomes as demonstrated by relevant and appropriate metrics, including ROI, enhanced stakeholder value, engagement etc.
  
  
• Evidence of sustainability, with a detailed outline of a strategy to continuously evolve the programme to respond to the changing needs of the business.

This award will be made to a consultancy, agency, or in-company collaboration that has successfully delivered qualitative solutions to a target audience. The submission should clearly demonstrate evidence of good collaboration, understanding and co-operation to achieve a particular goal or business outcome. It should be outputs-based and focus on the innovative solutions and quantifiable results achieved.

While the submission should be collaborative and well-balanced, one member of the partnership should submit the application and all queries and communications will be directed to them in the first instance. Should the application be shortlisted, any stakeholder representatives may attend the presentation to the judges, within the parameters set out in the judging process.

Entries that are successful in this category will typically demonstrate:

• A clear driver for the initiative that is aligned to the organisation’s strategic objectives.
  
  
• How the strengths of the collaboration combined to positively impact the organisation and its people. This may include financial metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels, people-related indicators (eg, absence levels, staff turnover, engagement).
   
  • How staff were properly informed and consulted by the provider, and their interests were taken on board in both delivery and design.
    
    
• The external perspective brought by any of the partners which shed new light on the situation or business problem, which may not have previously been seen or appreciated from within.
  
  
• A clear communication strategy between both parties.
  
  
• How the target audience was supported through the processes to ensure the sustainability of the initiative from within.

This award will recognise an outstanding and innovative Leadership or Management Development Initiative at any level within an organisation, from entry level supervisor through to C-suite/executive level, or may relate to an initiative spanning multiple organisational levels.

Note: Graduate development programmes are specifically excluded from this category and award applications for graduate programmes should be made to the relevant category.

Entries that are successful in this category will typically demonstrate:

• A structured and coherent approach to problem diagnosis utilising novel and innovative techniques and strategies.
• A demonstrated ability to integrate evidence-based practices with emerging approaches to address clearly specified and understood organisational challenges.
• Clear and direct links to organisational strategy and contextual requirements.
• Tangible impact on organisational practices as evidenced by behavioural, cultural and other relevant changes.
• Measurable impact on organisational outcomes as demonstrated by relevant and appropriate metrics, including ROI, enhanced stakeholder value, engagement etc.
• Clear evidence of sustainability, with a detailed outline of steps to embed new practices and accompanying longer-term measures.

This award will recognise an outstanding and innovative Organisation Development Initiative focused on enhancing the strategy, people, organisation and/or culture agenda, presenting outcomes that demonstrate a relevant and impactful transformation.

Entries that are successful in this category will typically demonstrate:

• Exemplar initiatives that are strategically planned and bring about systemic changes in organisations.
  
  
• How the initiative delivers on the specific problem identified but also acknowledges how the initiative supported the wider organisational aims.
  
  
• How your approach to change and transformation was rooted in clear evidence based research including appropriate and relevant management and leadership, business models, processes, structures, and systems.
  
  
• How you ensured that the new systems/processes/behaviours and attitudes were absorbed and accepted across the organisation including evidence of robust staff consultation and a clear communication strategy, and changes in processes and systems supported by training as necessary.
  
  
• Measurable impact on the organisation and its people as demonstrated by relevant and appropriate metrics, including ROI, enhanced stakeholder value, engagement etc.

This award will recognise an outstanding and innovative approach to talent strategy and talent development, contributing to:

• The achievement of the organisation’s strategy
• Enhancement of the employee experience and life cycle

Entries that are successful in this category will typically demonstrate:

• A clear understanding of the organisation’s view on ‘Talent’.
  
  
• Why the group of roles or individuals for whom the initiative focuses on are considered to be critical to the organisation.
  
  
• How the initiative has impacted the organisation’s performance in a tangible way and therefore justified the effort and resource dedicated to the initiative.

This award will recognise an outstanding Learning & Development team that brings a high level of value to the organisation's learning culture and activities. This can be demonstrated through their innovation, alignment, teamwork, and engagement with the organisation.

The award covers:

• The implementation of the L&D strategy over a period of time
• Or specific learning and development initiatives.

Entries that are successful in this category will typically demonstrate:

 A sound and impactful approach for engaging with the organisation’s stakeholders to fulfil the delivery of real strategic needs.

An innovative and unique approach to the development of learning initiatives.

A high level of alignment, teamwork and fun within their work and their roles.

A passion for continuous learning and development of their own knowledge, skills, and mindsets.